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A new issue of Human Relations is available online: Human Relations December 2017; 70(12).
You might also like to take a look at recent issues: Nov 2017; 70(11), Oct 2017; 70(10); Sept 2017 70(9)
We hope you enjoy reading these articles.
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DECEMBER ISSUE ARTICLES
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Hearing music in service interactions: A theoretical and empirical analysis
Jonathan Payne, Marek Korczynski and Rob Cluley
Human Relations 70(12): 1417–1441. First published May 15, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717701552
Abstract
There is an extensive literature concerned with the impact of music on customers. However, no study has examined its effects on service workers and their interactions with customers. Drawing together literatures on service work and music in everyday life, the article develops a theoretical framework for exploring the role of music in service exchanges. Two central factors are identified – first, how workers hear, and respond to, the music soundscape, and, second, their relations with customers, given these have the potential to be both alienating and positive to the point of meaningful social interaction. From these, a 2×2 matrix is constructed, comprising four potential scenarios. The authors argue for the likely importance of music's role as a bridge for sociality between worker and customer. The article considers this theorizing by drawing upon interviews with 60 retail and café workers in UK chains and independents, and free text comments collected through a survey of workers in a large service retailer. The findings show broad support for music acting as a bridge for sociality. Service workers appropriate music for their own purposes and many use this to provide texture and substance to social interactions with customers.
Keywords: alienation, customer, music, service interaction, service work
The sound of silence: Measuring suffering at work
Florence Allard-Poesi and Sandrine Hollet-Haudebert
Human Relations 70(12): 1442–1463. First published June 5, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717703449
Abstract
What realities do questionnaires and surveys, designed to measure stress and suffering at work, bring to light? What realities do they conceal? In this research, we consider self-assessment scales and questionnaires as techniques of visibility that contribute to the construction of knowledge on the 'suffering subject' at work. We conducted a qualitative analysis of the questionnaire and survey report conducted by the consulting firm Technologia for France Telecom Orange, after a spate of suicides in 2008–2009.
The results show that: (1) the questionnaire used to measure suffering at work views the subject as someone reflective yet rather passive, and their suffering as resulting from an unbalanced relationship with the work environment, (2) the report further restricts this understanding of suffering to the administrative position of the individual, (3) as a consequence, the political, strategic, ideological dimensions and the economic power struggles affecting work are silenced.
Relying on Foucault's approach to knowledge (savoir), we interpret this narrow concept of the subject and their surroundings as resulting from an assemblage between scientific discourses and visibility techniques; a compromise that conceals debates on the strategic orientation of the firm.
Keywords: Foucault, questionnaire, scales, stress, suffering at work, visibility
visibility techniques; a compromise that conceals debates on the strategic orientation of the firm.
When the farm-gate becomes a revolving door: An institutional approach to high labour turnover
Lotte Staelens and Céline Louche
Human Relations 70(12):1464–1485. First published May 17, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717702209
Abstract
By adopting an institutional theory lens, the aim of the article is to better understand the actions and mindset of managers toward high labour turnover in the cut-flower industry in Ethiopia. Our mixed-method approach explores the ways in which managers deal with, and legitimize, high levels of labour turnover. Our results show that they engage in three types of practices – predicting, containing and accommodating – whose objective is to make labour turnover tolerable, rather than reduce it. Interestingly, managers do not legitimize their practices through the use of cost-benefit arguments, as the literature would have suggested, but blame the institutional context. This article highlights the context-dependent aspects of labour turnover and explains how managers may find themselves in a deadlock situation. It informs the debate in human resource management research about managerial practices at the bottom of global value chains.
Keywords: cut-flower industry, Ethiopia, global value chains, high labour turnover, institutional theory, intensive labour industries, legitimization
When organizational politics matters: The effects of the perceived frequency and distance of experienced politics
John M Maslyn, Steven M Farmer and Kenneth L Bettenhausen
Human Relations 70(12): 1486–1513. First published June 5, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717704706
Abstract
Drawing from literature linking organizational politics with effects of challenge or hindrance stressors, this study investigated the effects of the frequency and psychological distance of positive and negative conceptualizations of perceived politics on the impact to the individual. It was hypothesized that the frequency of political behavior would exhibit an inverted-U-function relationship with favorable evaluations of political behavior and that this relationship would be moderated by distance. Two independent samples were used to test the hypotheses. Results for negative conceptualizations of perceived politics indicated a curvilinear frequency–evaluation relationship such that moderate levels of negative or dysfunctional politics are evaluated more favorably than either high or low levels. The distance of the political behavior was further found to moderate this relationship, with distant politics having little effect on the frequency–evaluation relationship, but politics with nearby impact yielding more negative evaluations as frequency increased. For positive conceptualizations of perceived politics, results revealed that respondents evaluated this form of politics more favorably the more it occurred. Further, positive political behavior was reported to be less desirable when its impact was believed to be at a distance rather than being felt by respondents personally. Implications are discussed.
Keywords: curvilinear, job/employee attitudes, organizational politics, organizational psychology, perceptions of politics, positive organizational politics
Occupational limbo, transitional liminality, and permanent liminality: New conceptual distinctions
Matthew Bamber, Jacquelyn Allen-Collinson and John McCormack
Human Relations 70(12):1514–1537. First published June 12, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717706535
Abstract
This article contributes new theoretical perspectives and empirical findings to the conceptualization of occupational liminality. Here, we posit 'occupational limbo' as a state distinct from both transitional and permanent liminality; an important analytic distinction in better understanding occupational experiences. In its anthropological sense, liminality refers to a state of being betwixt and between; it is temporary and transitional. Permanent liminality refers to a state of being neither-this-nor-that, or both-this-and-that. We extend this framework in proposing a conceptualization of occupational limbo as always-this-and-never-that, where this is less desirable than that. Based on interviews with 51 teaching-only staff at 20 research-intensive 'Russell Group' universities in the United Kingdom, the findings highlight some challenging occupational experiences. Interviewees reported feeling 'locked-in' to an uncomfortable state by a set of structural and social barriers often perceived as insurmountable. Teaching-only staff were found to engage in negative and often self-depreciatory identity talk that highlighted a felt inability to cross the līmen to the elevated status of 'proper academics'. The research findings and the new conceptual framework provide analytic insights with wider application to other occupational spheres, and can thus enhance the understanding not just of teaching-only staff and academics, but also of other workers and managers.
Keywords: academic careers, limbo, organizational theory, liminality, work environment
Reviewer of the Year Award 2017 and thanks to our reviewers
Human Relations 70(12): 1538–1550. First Published November 13, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717734506
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FREE ACCESS FEATURED ARTICLE FOR NOVEMBER
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Free to access until 30 November 2017:
A dual-mode framework of organizational categorization and momentary perception
Kimberly D Elsbach and Heiko Breitsohl
Human Relations 69(10): 2011-2039. First Published March 23, 2016
https://doi.org/10.1177/0018726716631397
Abstract
We examine how both automatic and motivated modes of categorization are integral to understanding momentary perceptions of organizations, including perceptions of organizational identity and legitimacy. We begin by discussing how extant organizational research has relied, primarily, on single modes of categorization to describe how we form momentary perceptions of organizations. These 'single-mode' frameworks have explained momentary organizational perceptions as the result of either automatic categorization (i.e. driven by unconscious cognitive processes) or motivated categorization (i.e. driven by individual needs and desires). While these frameworks explain much about momentary organizational perceptions, we provide some notable examples that do not follow the paths they predict. To more fully explain momentary organizational perceptions, we present a framework grounded in psychological research that considers how both motivated and automatic modes of categorization influence these perceptions. In doing so, we illustrate how such a 'dual-mode' framework might better account for organizational perceptions that seem counter-intuitive when viewed through a single-mode lens. We conclude by outlining some theoretical and practical implications of our framework, and presenting an agenda for future research on organizational categorization and perception that may capitalize on our dual-mode framework.
Keywords: categorization, cognition, identity, legitimacy, perception
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Keeping up with the Joneses: Industry rivalry, commitment to frames and sensemaking failures
Federica Pazzaglia, Maeve Farrell, Karan Sonpar and Pablo Martin de Holan
Human Relations, first Published November 10, 2017
0018726717719993
Abstract
Drawing on a qualitative study of the banking crisis in Ireland, we examine how a cognitive frame of environmental conditions that is shared among industry rivals constrains their ability to act on the cues of slowly incubating threats. We find that shared frames are reinforced through social comparisons that prompt imitation and through their enactment that prompts a reconfiguration of internal control structures and power relationships. The reinforcement of a shared frame dulls the emerging cues of changing market conditions and weakens perception of the risks of staying the course. A core contribution of this study is to highlight the cognitive and political processes by which a shared frame solidifies within an industry, trapping organizations in their enacted environment and resulting in their collective failure.
Keywords: cognitive frames, crisis, cues, framing, politics, risk, rivalry, sensemaking
The competing influences of national identity on the negotiation of ideal worker expectations: Insights from the Sri Lankan knowledge work industry
Charlotte Croft and Weerahannadige Dulini Anuvinda Fernando
Human Relations, first Published November 10, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717733530
Abstract
How does national identity influence the way individuals respond to the demands of their work? Despite an increasing awareness of the complex interplay between intersecting social identities and work demands, our understanding of how they are influenced by national identity is underdeveloped. This article presents the accounts of employees from two Sri Lankan knowledge work industries, who were attempting to align work demands associated with ideal worker expectations, with the social demands associated with their national identity. Conceptualizing the empirical setting of Sri Lanka as a collectivist national context, we offer two theoretical contributions. First, by showing how a shared national identity significantly influences divergence from, and conformity to, ideal worker expectations in Sri Lankan organizations, we generalize understandings of individuals' negotiation of ideal worker expectations. In doing so, we build on and extend the prevailing 'individualistic' assumptions in collectivistic settings. Second, we show how ideal worker expectations enabled individuals to fulfill and refine demands associated with their non-western national identity, contesting assumptions that non-western national identities are challenging or constraining in global organizations. These findings lead us to propose a reciprocal influence between ideal worker expectations in global organizations, and expectations associated with national identities.
Keywords: ideal workers, international HRM, national identity, Sri Lanka, work demands
Disentangling passion and engagement: An examination of how and when passionate employees become engaged ones
Violet T Ho and Marina N Astakhova
Human Relations, first Published November 10, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717731505
Abstract
While anecdotal industry evidence indicates that passionate workers are engaged workers, research has yet to understand how and when job passion and engagement are related. To answer the how question, we draw from person-environment fit theory to test, and find support for, the mediating roles of perceived demands–abilities (D–A) fit and person–organization (P–O) fit in the relationships between passion and job engagement, and between passion and organizational engagement, respectively. Also, because the obsessive form of passion is contingency-driven, we answer the when question by adopting a target-similarity approach to test the contingent role of multi-foci trust in the obsessive passion-to-engagement relationships. We found that when obsessively passionate workers trust their organization, they report greater levels of organizational engagement (because of increased P–O fit). In contrast, when these workers trust both their co-workers and supervisor simultaneously, they report greater levels of job engagement (because of increased D–A fit).
Keywords: engagement, harmonious passion, obsessive passion, person–environment fit, POF, trust
Drawing on the discursive resources from psychological contracts to construct imaginary selves: A psychoanalytic perspective on how identity work drives psychological contracts
Michaela Driver
Human Relations First Published November 10, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717733312
Abstract
The study contributes novel theoretical perspectives for a more comprehensive and processual understanding of psychological contracts in the context of identity work. It builds on a psychoanalytic, specifically Lacanian, perspective to analyze 106 psychological contract narratives by employees of a wide range of organizations. Based on this analysis, the study suggests that psychological contracts can be understood as providing discursive resources on which narrators draw in complex and non-linear fashion to construct imaginary selves. Their inevitable unsettlement prompts both imaginary and symbolic responses that seem independent of the viability and type of psychological contract narrated. This suggests that identity work drives psychological contracts in surprising ways and empowers individuals as contract and identity-makers. Implications for psychological contract research are discussed.
Keywords: discourse, identity, Lacan, narratives, psychoanalysis, psychological contract
Censored: Whistleblowers and impossible speech
Kate Kenny
Human Relations, first Published November 10, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717733311
Abstract
What happens to a person who speaks out about corruption in their organization, and finds themselves excluded from their profession? In this article, I argue that whistleblowers experience exclusions because they have engaged in 'impossible speech', that is, a speech act considered to be unacceptable or illegitimate. Drawing on Butler's theories of recognition and censorship, I show how norms of acceptable speech working through recruitment practices, alongside the actions of colleagues, can regulate subject positions and ultimately 'un-do' whistleblowers. In turn, they construct boundaries against 'unethical' others who have not spoken out. Based on in-depth empirical research on financial sector whistleblowers, the article departs from existing literature that depicts the excluded whistleblower as a passive victim – a hollow stereotype. It contributes to organization studies in a number of ways. To debates on Butler's recognition-based critique of subjectivity in organizations, it yields a performative ontology of excluded whistleblower subjects, in which they are both 'derealized' by powerful norms, and compelled into ongoing and ambivalent negotiations with self and other. These insights contribute to a theory of subjective derealization in instances of 'impossible speech', which provides a more nuanced conception of excluded organizational subjects, including blacklisted whistleblowers, than previously available.
Keywords: Butler, censorship, financial sector, speech, subjectivity, whistleblowing
Women on corporate boards: Do they advance corporate social responsibility?
Alison Cook and Christy Glass
Human Relations, first Published November 10, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717729207
Abstract
Do women board directors change how companies do business? Firms face growing pressure to appoint more women to their boards of directors, yet little is known about the factors that enable female directors to impact their organizations. This study analyzes the representational thresholds that facilitate women's leadership in the area of corporate social responsibility. We test the predictions of token theory and critical mass theory to evaluate the ability of women to impact firm outcomes based on their numerical representation on the board of directors. Our analysis focuses on board composition and organizational outcomes in the Fortune 500 from 2001 to 2010. Our findings challenge the theoretical assumptions that solo and token women are unable to exert significant influence over their organizations, and underscore the importance of board diversity for today's firms.
Keywords: corporate social responsibility (CSR), gender in organizations, leadership, organizational diversity, women on corporate boards
Penis-whirling and pie-throwing: Norm-defying and norm-setting drama in the creative industries
Bent Meier Sørensen, Kaspar Villadsen
Human Relations, first published October 30, 2017
https://doi.org/10.1177/0018726717733310
Abstract
This article explores the drama performed around a self-proclaimed 'anti-establishment' executive at a Danish film company, Zentropa. The company prides itself on being against the existing 'elitist' and commercialized Danish film industry. Inspired by the thesis that modern capitalism develops by incorporating the critiques directed against it, the article analyses how Zentropa's Chief Executive Officer invests a 'progressive', counter-cultural spirit in his management practices. We describe how a 'freethinking' and 'subversive' CEO uses his dramatized performances to exercise an authority that violates employees' privacy and involves public displays of disrespect. We further examine how employees use impression management to cope with norm-violating management practices, including sexual provocations and the dramatic, unjustified dismissal of an employee. In the context of these disruptions, we analyse how order is reestablished through dramaturgical cycles of symbolic events, including sacrifice. In particular, the study provides insights into how theatrically staged, norm-defying performances both disrupt the organization and allow managerial power to be reinstituted. It also demonstrates that anti-establishment management involves and rests upon the occasional exercise of traditional managerial hierarchy and control. Theoretically, the article develops a dramatist perspective, combining Goffman's symbolic interactionism and Burke's dramatism to offer a framework for understanding norm-transgressive management in modern organizations.
Keywords: creative industries, dramaturgy, Erving Goffman, film industry, Kenneth Burke, norm-transgression, sacrifice
When does an issue trigger change in a field? A comparative approach to issue frames, field structures and types of field change
Santi Furnari
Human Relations, first published October 25, 2017
https://doi.org/10.1177/0018726717726861
Abstract
Previous research has shown that institutional fields evolve around issues, but has devoted less attention to explain why certain issues trigger substantial field-level changes while others remain largely inconsequential. In this article, I argue that the extent to which an issue is likely to trigger field change and the type of field change triggered depend on the structure of the field and the ways in which the issue is framed. I develop a model linking two types of issue frames (adversarial vs collaborative issue frames) with two types of field structures (centralized vs fragmented). The model explains how the likelihood of field change and type of field change vary across four configurations of these issue frames and field structures. In particular, I highlight four types of field change that entail different re-distribution of power within a field (weakening vs reinforcing the field's elite; aligning vs polarizing fragmented actors). Overall, I contribute a much called-for comparative approach to institutional fields, explaining how the effects of issue frames on field change vary across different fields.
Keywords: frames, institutional change, institutional field, institutional theory, issue
The transition to part-time: How professionals negotiate 'reduced time and workload' i-deals and craft their jobs
Charlotte Gascoigne and Clare Kelliher
Human Relations, first published October 9, 2017
https://doi.org/10.1177/0018726717722394
Abstract
For professionals working in demanding environments, the negotiation of part-time or workload reduction idiosyncratic deals (i-deals) may be challenging, with negative consequences for career progression. Yet there are few studies of part-time i-deals specifically, or empirical studies of their development process. This article examines the process of achieving a part-time i-deal, drawing on interviews with 39 part-time professionals in two organizations, each located in the UK and the Netherlands. The article makes two contributions to i-deal theory: first, it defines the four elements of a new category of 'reduced time and workload' i-deal for professionals (perceived suitability of the work, schedule, workload, and career impact); and second, it refines Rousseau's model of the development process, by adding an initial 'private consideration' of options stage, where the feasibility of working part-time is evaluated against alternatives including remaining full-time, or leaving the organization. Third, it identifies as structural constraints two work practices designed for full-time professional work in demanding environments: the routine expectation of unpredictability, and the absence of substitutability in resourcing. Fourth, it shows how, post-negotiation, professionals use informal job crafting, both individual and collaborative, to try to overcome these constraints. The implications for achieving flexible and sustainable careers are discussed.
Keywords: flexible careers, flexible workers, job crafting, job design, part-time workers, professional workers
The politics of cultural capital: Social hierarchy and organizational architecture in the multinational corporation
Orly Levy and B Sebastian Reiche
Human Relations, first published October 9, 2017
https://doi.org/10.1177/0018726717729208
Abstract
How is social hierarchy in multinational corporations (MNCs) culturally produced, contested and reproduced? Although the international business literature has acknowledged the importance of culture, it gives little consideration to its role in constructing social hierarchies and symbolic boundaries between individuals and groups within MNCs. We take a Bourdieusian approach to understanding the role of cultural capital in structuring the social hierarchy in the MNC under two contrasting organizational architectures: hierarchical and network architecture. We argue that cultural capital serves as an instrument of power and status within the MNC, influencing access to valuable resources such as jobs, rewards and opportunities. Our framework further suggests that the transition from hierarchical towards network architecture sets in motion a high-stakes political struggle between headquarters and subsidiary actors over the relative value of their cultural capital in a bid to preserve or gain dominance and to determine the 'rules of the game' that order the social hierarchy in the MNC. We elaborate on this political struggle by theorizing about the relative dominance of cultural versus social capital, the content and relative value of firm-specific and cosmopolitan cultural capital, and the convertibility of cultural capital into other forms of capital under hierarchical and network architectures.
Keywords: Bourdieu, cultural capital MNC, multinational corporation, organizational architecture, social capital, social hierarchy
Configuring shared and hierarchical leadership through authoring
Flemming Holm and Gail T Fairhurst
Human Relations, first published October-06-2017, doi: 10.1177/0018726717720803
http://journals.sagepub.com/doi/abs/10.1177/0018726717720803
Abstract
How does organizing proceed when leadership is both shared and hierarchical? Who sets the context, how and when do people share influence, and who produces authoritative texts for going forward? Using the lens of authoring claims and grants (Taylor and Van Every, 2014), we display the complex relationship between shared and hierarchical leadership in meeting interactions in a Danish municipality attempting to implement shared leadership. Our findings suggest that issues of time and timing are fundamental to understanding their interrelationship. We highlight discursive devices such as 'bookending,' including the creation of authoritative texts, which render the shared and hierarchical leadership configuration an ambiguous space that requires interrogating the nature of leadership attributions. Finally, we demonstrate the relevance of leadership as a concept for both hierarchical and shared decision-making situations.
Keywords: authoring, authoritative texts, authority, ethnography, hierarchical leadership, shared leadership
The role of intermediaries in governance of global production networks:
Restructuring work relations in Pakistan's apparel industry
Kamal Munir, Muhammad Ayaz, David L Levy and Hugh Willmott
Human Relations, first published October-06-2017, doi: 10.1177/0018726717722395
http://journals.sagepub.com/doi/abs/10.1177/0018726717722395
Abstract
This article locates the reorganization of work relations in the apparel sector in Pakistan, after the end of the Multi-Fibre Arrangement (MFA) quota regime, within the context of a global production network (GPN). We examine the role of a network of corporate, state, multilateral and civil society actors who serve as intermediaries in GPN governance. These intermediaries transmit and translate competitive pressures and invoke varied, sometimes contradictory, imaginaries in their efforts to realign and stabilize the GPN. We analyse the post-MFA restructuring of Pakistan's apparel sector, which dramatically increased price competition and precipitated a contested adjustment process among Pakistani and global actors with divergent priorities and resources. These intermediaries converged on a 'solution' that combined and enacted imaginaries of modernization, competitiveness, professional management and female empowerment, while also emphasizing low costs and female docility. We highlight the intersection of economic, political and cultural dynamics of GPNs, and reveal the gendered dimensions of GPN restructuring. We theorize the role of these actors as a transnational managerial elite in GPN governance, who led a restructuring process that preserved the hegemonic stability of the GPN and protected the interests of western branded apparel companies and consumers, but did not necessarily serve the interests of workers.
Keywords: cultural political economy, development, employment, gender in organizations, global governance, Gramsci
Mind the gap: Grass roots 'brokering' to improve labour standards in global supply chains
Sarah J Kaine and Emmanuel Josserand
Human Relations, first published October-06-2017, doi: 10.1177/0018726717727046
http://journals.sagepub.com/doi/abs/10.1177/0018726717727046
Abstract
While governance and regulation are a first step in addressing worsening working conditions in global supply chains, improving implementation is also key to reversing this trend. In this article, after examining the nature of the existing governance and implementation gaps in labour standards in global supply chains, we explore how Viet Labor, an emerging grass-roots organization, has developed practices to help close them. This involves playing brokering roles between different workers and between workers and existing governance mechanisms. We identify an initial typology of six such roles: educating, organizing, supporting, collective action, whistle-blowing and documenting. This marks a significant shift in the way action to improve labour standards along the supply chain is analysed. Our case explores how predominantly top-down approaches can be supplemented by bottom-up ones centred on workers' agency.
Keywords: governance, implementation gap, labour standards, migrant labour, supply chains
History, gendered space and organizational identity: An archival study of a university building
Yihan Liu and Christopher Grey
Human Relations, first published October-06-2017, doi: 10.1177/0018726717733032
http://journals.sagepub.com/doi/abs/10.1177/0018726717733032
Abstract
How do buildings contribute to an organization's sense of what it is? In this article, we present the findings of a major archival study of an iconic university building to answer this question. Founded in the 19th century as a college for women, the building is analysed as a gendered space that embodies meanings that are selectively deployed and adapted by the present-day, now co-educational, university. By bringing together concepts of space and history so as to examine 'space in history' we show how over long periods of time what buildings 'say' about an organization change so that the past is both a legacy and a resource for shifting organizational identity.
Keywords: archive methods, Founder's Building, gender, history, Lefebvre, organizational identity, Royal Holloway, space
Committing to refugee resettlement volunteering: Attaching, detaching and displacing organizational ties
Kirstie McAllum
Human Relations, first published October-03-2017, doi: 10.1177/0018726717729209
http://journals.sagepub.com/doi/abs/10.1177/0018726717729209
Abstract
As members of local host communities, volunteers play an important role in effective long-term refugee resettlement. This study investigated the nature of volunteer commitment by organizational volunteers who were assigned a front-line role in organizing material assistance and providing information about cultural practices for newly arrived refugees. Using interview data from volunteers, organizational representatives, and organizational recruitment and training documents, the study found that volunteers' commitment was structured by the presence and absence of volunteer coordinators, the organization's clients and volunteers' significant others. While insufficient ties to the organization or strong, competing ties from significant others led volunteers to detach themselves from the organization, overly strong affective ties with refugees displaced organizational ties, leading to volunteers' organizational exit. This study problematizes an individual-centric, psychological notion of commitment; instead, it situates commitment as a collective communicative process whereby relevant stakeholders negotiate the relationships that tie them together. It thus expands the range of voices present in decisions about commitment and provides new data on how organizational and relational others impact sustainable volunteer management.
Keywords: commitment, nonprofit organizations, not-for-profit organizations, refugee resettlement, turnover, volunteers
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WHY PUBLISH IN HUMAN RELATIONS?
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Human Relations is included in the FT50 list of journals used by the Financial Times in compiling the FT Research rank, included in the Global MBA, EMBA and Online MBA rankings.
It is an A* journal – the highest category of quality – in the Australian Business Deans Council (ABCD) Journal Quality List 2013.
It is also ranked 4 in the Chartered Association of Business Schools (CABS) Academic Journal Guide 2015.
Human Relations is a top 5 interdisciplinary social sciences journal (Source: 2016 Journal Citation Reports® (Thomson Reuters, 2017):
2-year impact factor: 2.622 Ranked: 4/96 in Social Sciences, Interdisciplinary and 58/193 in Management
5-year impact factor: 4.027 Ranked: 2/93 in Social Sciences, Interdisciplinary and 50/186 in Management
Read the journal's mission statement.
Best wishes,
Claire Castle
Managing Editor, Human Relations
Tavistock Institute of Human Relations
Email: c.castle@tavinstitute.org
Telephone: +44 (0)7432740583
Website: www.humanrelationsjournal.org
Human Relations is one of 50 Journals used by the Financial Times in compiling the FT Research rank, included in the Global MBA, EMBA and Online MBA rankings.
2-year impact factor: 2.622 Ranked: 4/96 in Social Sciences, Interdisciplinary and 58/193 in Management
5-year impact factor: 4.027 Ranked: 2/93 in Social Sciences, Interdisciplinary and 50/186 in Management
Source: 2016 Journal Citation Reports® (Thomson Reuters, 2017)